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New Workday-Pro-HCM-Core Test Fee - Workday-Pro-HCM-Core Free Sample

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New Workday-Pro-HCM-Core Test Fee - Workday-Pro-HCM-Core Free Sample

Posted at 1/24/2026 08:08:23      View：78 | Replies：2        Print      Only Author   [Copy Link] 1#
P.S. Free 2026 Workday Workday-Pro-HCM-Core dumps are available on Google Drive shared by BraindumpsPrep: https://drive.google.com/open?id=1J6SgMg9vbjlzDAsedjbVXWyxrVv1osYK
Our qualified team of Workday Workday Pro HCM Core Certification Exam study material to improve the quality and to match the changes in the syllabus and pattern shared by Workday-Pro-HCM-Core. Our desktop Workday Workday-Pro-HCM-Core Practice Exam software is designed for all those candidates who want to learn and practice in the actual Workday Workday-Pro-HCM-Core exam environment.
Workday Workday-Pro-HCM-Core Exam Syllabus Topics:
TopicDetails
Topic 1
  • Compensation: This section of the exam measures the skills of Compensation and Benefits Managers and involves building and maintaining compensation frameworks. It includes defining eligibility rules, configuring compensation packages, salary plans, and allowance plans. Candidates must understand compensation defaulting, manage worker compensation events, and ensure alignment with organizational pay structures.
Topic 2
  • Business Process Management: This section of the exam measures the skills of HRIS Administrators and covers managing both mass and individual business processes. It emphasizes handling multiple workflow tasks efficiently and ensuring accuracy in execution.
Topic 3
  • Report Security: This section of the exam measures the skills of Workday Access Control Specialists and focuses on implementing security controls in report design. It covers sharing options, user access considerations, and transferring ownership responsibly.
Topic 4
  • Security: This section of the exam measures the skills of Workday Security Administrators and covers maintaining secure access within Workday. It includes managing functional areas, domains, and security policies; distinguishing between user-based and role-based groups; and updating permissions. Candidates demonstrate how to maintain domain and business process security effectively.
Topic 5
  • Reporting Overview: This section of the exam measures the skills of Workday Reporting Analysts and introduces candidates to standard report modification. It focuses on copying, editing, and adapting reports to meet organizational requirements.
Topic 6
  • Business Process Configuration: Step-Level: This section of the exam measures the skills of Business Process Developers and focuses on customizing workflows. It includes creating condition rules, configuring advanced routing, customizing notifications, and adding help text to enhance user experience and control workflow behavior.
Topic 7
  • Business Process Security: This section of the exam measures the skills of System Security Analysts and focuses on how business process security interacts with overall configurable security in Workday. Candidates ensure secure process execution through appropriate role and domain control.
Topic 8
  • Business Process Framework: This section of the exam measures the skills of Business Process Designers and focuses on how organizations, security, and processes interact. It includes identifying rule-based and organization-specific process definitions and understanding key business process concepts such as events, steps, and types.
Topic 9
  • Organizations: This section of the exam measures the skills of HR System Administrators and covers managing organizational structures in Workday. It includes creating and maintaining organization types such as supervisory and cost center hierarchies, configuring reporting structures, and defining locations. Candidates also demonstrate the ability to assign workers, establish leadership roles, and manage the relationships between organizations and employees.
Topic 10
  • Business Process Configuration: Definition-Level: This section of the exam measures the skills of Workflow Configuration Specialists and focuses on defining and validating business process steps. Candidates apply validation conditions, set process rules, and order steps efficiently to improve workflow accuracy.
Topic 11
  • Building Custom Reports: This section of the exam measures the skills of Workday Data Analysts and involves creating custom reports using standard or indexed data sources. It includes adding business object fields, enabling web services, and building reports that support decision-making.
Topic 12
  • Jobs and Positions: This section of the exam measures the skills of HR Operations Specialists and focuses on managing positions and employee life cycle processes. It includes creating positions, applying hiring restrictions, performing job changes, managing staffing movements, and handling employee terminations. The section also covers contingent worker management and contract administration.
Topic 13
  • Scheduling Reports: This section of the exam measures the skills of Report Administrators and covers running, scheduling, and configuring reports with dynamic criteria. It emphasizes automation and time-based execution for reporting efficiency.
Topic 14
  • Prompting: This section of the exam measures the skills of Report Designers and focuses on configuring prompts in report definitions. It involves identifying built-in prompts and optimizing their use to create interactive reports.
Topic 15
  • Staffing Models: This section of the exam measures the skills of Workday Functional Consultants and focuses on understanding staffing models used in Workday. It includes identifying the characteristics of position management and job management models, setting position restrictions, and applying them when creating positions. Candidates must understand how staffing models support workforce planning and organizational efficiency.

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Workday Pro HCM Core Certification Exam Sample Questions (Q10-Q15):NEW QUESTION # 10
How can a user become a member of an organization-based security group?(Select two correct answers.)
  • A. The user is located in London, Paris, and Rome.
  • B. The user is a member of the Europe Location Hierarchy.
  • C. The user is a member of the Human Resources job family.
  • D. The user is a member of the Information Technology cost center hierarchy.
Answer: B,D
Explanation:
The correct answers areBandC.
Organization-based security groupsderive membership automatically from an organizational structure in Workday-such assupervisory,cost center,region, orlocation hierarchies. Users are included in the group based on their association with that organization or hierarchy.
* B.If a user is part of theEurope Location Hierarchy, they automatically gain access assigned to that organization-based security group.
* C.Similarly, users belonging to theInformation Technology cost center hierarchyare included in the corresponding cost center-based security group.
OptionsAandDare incorrect because location membership alone (without organizational hierarchy) or job family assignment does not control membership in an organization-based group.
Reference:Workday Pro HCM -Security Fundamentals, "Organization-Based Security Groups and Derived Membership" section.

NEW QUESTION # 11
What is a use case for a segment-based security group?
  • A. HR partners need to be able to run performance reports.
  • B. HR partners need to be able to create performance review templates.
  • C. HR partners need to be able to approve performance reviews.
  • D. HR partners need to be able to view documents but only those assigned to the Performance Review category.
Answer: D
Explanation:
The correct answer isD - HR partners need to be able to view documents but only those assigned to the Performance Review category.
Segment-based security groupsare used in Workday to grant access tospecific subsets of data within a domain, based on defined "segments" such as document category, location, or other defined dimensions.
Unlike role-based or organization-based groups, segment-based security providesfine-grained access control that limits visibility within a specific domain.
In this case, the HR partners should only be able toview documents categorized under "Performance Review", not all employee documents. A segment-based group is ideal here because it restricts access based on the document category segment defined in theDocument Review domain.
Reference:Workday Pro HCM -Security Configuration and Management, "Segment-Based Security Groups" section.

NEW QUESTION # 12
Your client wants to group job profiles by departments (such as Human Resources, Accounting, Supply Chain). What field should the client use when creating a job profile?
  • A. Job Family/Job Family Group
  • B. Job Category
  • C. Job Classification
  • D. Job Profile Name
Answer: A
Explanation:
The correct answer isA - Job Family/Job Family Group.
In Workday,Job FamiliesandJob Family Groupsare used to organizeJob Profilesinto logical categories for reporting, analysis, and security. This structure helps organizations group related roles, such as "HR Generalist" and "HR Business Partner" under theHuman Resources Job Family, and all HR-related families under theCorporate Services Job Family Group.
When creating or editing a Job Profile, assigning aJob Familyallows Workday to automatically associate it with the correspondingJob Family Group. These relationships are vital for talent management, compensation structures, and reporting purposes (for example, grouping compensation grades by department).
Reference:Workday Pro HCM -Job Profiles, Job Families, and Job Family Groups, "Organizing Job Profiles into Hierarchical Structures."

NEW QUESTION # 13
Your client frequently has special projects their employees work on. These projects are temporary and are staffed with existing employees. Your client needs a way to assign a temporary manager for each project and be able to see all the team members in the tenant. What organization type will allow them to accomplish this?
  • A. Pay Group
  • B. Location Hierarchy
  • C. Matrix
  • D. Supervisory
Answer: C
Explanation:
Comprehensive and Detailed Explanation (Paraphrased from Workday Pro HCM Core - Organization Types and Structures Guide, 2023R2):
The correct organization type for managingtemporary project-based teamsis aMatrix Organization.
Matrix organizations are designed to group employees from different supervisory organizations to work together on a temporary or functional basis, such as projects or task forces.
This structure allows the assignment of atemporary manager (Matrix Manager)who oversees project- related activities without changing employees' primary supervisory reporting relationships. The matrix manager gains visibility into all assigned members, enabling effective project oversight.
Options A (Location Hierarchy) manages physical work locations, not project teams.
Option B (Supervisory) defines permanent reporting structures.
Option D (Pay Group) organizes workers for payroll purposes only.
Thus,Matrix Organizationprovides the flexibility and visibility required for cross-functional, project-based staffing.
Reference (Paraphrased Source):
Workday Pro HCM Core - Organizations Configuration Guide (2023R2), Section: "Matrix Organizations and Project-Based Management."

NEW QUESTION # 14
You are configuring the Job Change business process. You need to determine whether to send a step to the current manager or the proposed manager.
What option can you use?
  • A. Routing Modifier
  • B. Maintain Advanced Routing Restriction
  • C. Validation Condition rule
  • D. Entry Condition rule
Answer: A
Explanation:
The correct option is Routing Modifier.
In Workday, Routing Modifiers are used to dynamically adjust the routing of approval or review steps within a business process based on contextual changes, such as whether a worker's supervisory organization or manager is changing. This configuration allows the system to intelligently determine whether the approval or notification step should go to the current manager (before the change) or the proposed manager (after the change).
For example, in the Job Change business process, when an employee is transferring to a new organization or manager, a routing modifier ensures that pre-transfer approvals route to the current manager, while post- transfer approvals route to the new (proposed) manager. This ensures accurate accountability and process flow alignment.
Reference: Workday Pro HCM - Business Process Configuration and Routing, "Using Routing Modifiers in Business Processes" section.

NEW QUESTION # 15
......
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